Twenty-four percent of Singapore organisations do not encourage innovation at all, according to a newly released Hudson Report.
While 88 percent of Singapore organisations believe they drive and reward innovation, only 70 percent of employees say their organisations encourage innovation - suggesting that employers are more confident than their people.
Based on the views of over 630 employers and employees, the new report points to a significant gap between the views of employees and managers on how businesses are managing innovation.
Eighty-nine percent of Singapore professionals are currently either actively or passively looking for jobs, which suggests that this may be linked to the innovation gap.
"Singapore employees increasingly want to be a part of something they see as innovative, funky or game-changing," said Tulika Tripathi, managing director, Hudson Asia. "Many desire to work for companies like Facebook, LinkedIn or Lego, not necessarily as innovators themselves but as part of a company that is seen as innovative."
Increasing permanent headcount
43.5 percent hiring managers are looking to increase their permanent headcount over the next six months -- more than 7 percent higher than the latter half of 2015 (35.9 percent).
The overall hiring intent -- stands at 34.3 percent, a small shift down of 1.5 percent from 35.8 percent in the first half of 2016. This small decrease is attributed to a small rise in those looking to decrease headcount.
67.6 percent employers in the Media/PR/Advertising sector are looking to increase headcount. 86 percent of employees are confident they have the skills to perform well in the future, only 62 percent of hiring managers agree with this.
The top three skill sets employees want to develop are negotiation and influencing skills, driving and managing change, and stakeholder engagement. The employers selected driving and managing change, stakeholder engagement and innovative thinking as top soft skills required for the year ahead.
"It's important that Singapore is able to balance the skills in demand from employers with those that individuals are interested in building. Where there is a mis-match, employers need to have open conversations around why certain skills are needed and how this will benefit both the individual and the organisation," added Tripathi.
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